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研究生:黃泉源
研究生(外文):Huang Chuan-Yuan
論文名稱:大陸台商本土員工的組織承諾影響因素之研究
論文名稱(外文):Factors that affect the organizational commitment of Chinese employees in Taiwanese-owned companies
指導教授:趙必孝趙必孝引用關係
學位類別:碩士
校院名稱:國立中山大學
系所名稱:國際高階經營管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:96
中文關鍵詞:離職率昇遷公平性績效評估薪資公平性成果評估改善評估組織承諾回饋評估
外文關鍵詞:improvement evaluation.salary justiceperformance evaluationOrganizational commitmentresult evaluationaward evaluationpromotional justice
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  • 被引用被引用:33
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當前企業競爭激烈,而人力資源的確保,與有效發揮,是企業致勝的一大武器,而如何確保人力資源,是企業的一大難題。
企業員工的能力是否能有效發揮,員工的離職率是否偏高,這些亦是經理人必須面對的問題。
離職率偏高是企業損失,從文獻報告得知,員工對企業具有高組織承諾者,離職率較低。本研究主要是組織承諾的影響原因探討,透過問卷調查,調查樣本以廣東、東莞的大陸台商大陸員工為對象,以昇遷公平性、薪資公平性、績效評估(細分三因素:成果評估、回饋評估、改善評估)為自變項,迴歸分析台商的績效管理,對於大陸員工的組織承諾的影響,大部分的組織行為專家,把個人的價值觀及個人屬性,歸類為影響組織承諾的因素之一,為探討這二個變相與績效管理的交互作用,是否影響員工對組織的承諾,所以本文以價值觀及個人屬性,為調節因子,結果是部分個人價值觀與個人屬性,與績效管理交互作用,提高員工的組織承諾。
昇遷公平性、薪資公平性,與調節因子的交互作用最顯著,對員工的組織承諾影響最大。
Presently, the competitions between enterprises and cooperation are very intense. Being able to ensure and exploit human resources is one of the main promises to success. However, the question of how to ensure human resources is also one of the hardest problems faced by cooperation.
Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront.
A high separation is a lost of the company. Document research showed that employees who have higher organizational commitment have a lower tendency to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in Guang-Dong Province. Using promotional justice, salary justice, and performance evaluation (three branches: result evaluation, award evaluation, and improvement evaluation) as independent variables to regression analysis Taiwanese business’s performance management and its effects on Chinese employees’ organizational commitment. Most of the specialists of organizational behavior put personal values and personal character as one of the variables that affect organizational commitment. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and raised the employees’ organizational commitment.
The interactions between promotional justice, salary justice, and adjusting factors were most explicit, and had the greatest effect on employees’ organizational commitment.
第一章 緒論 1
第一節 研究動機1
第二節 研究目的3
第三節 研究流程4
第二章 文獻探討5
第一節 組織承諾 5
第二節 績效管理18
第三節 價值觀 30
第四節 個人屬性與組織承諾之關係37
第三章 研究方法39
第一節 研究架構39
第二節 研究假設40
第三節 研究變項的操作性定義與測量41
第四節 抽樣方法與樣本特性分析42
第五節 資料分析方法44
第六節 信度分析與量表構面重整45
第七節 研究限制51
第四章 實證結果與討論52
第一節 績效管理、價值觀與組織承諾之相關分析55
第二節 個人屬性與績效管理及組織承諾之差異性分析 57
第三節 價值觀與組織承諾之迴歸分析 62
第四節 績效管理與組織承諾之迴歸分析 65
第五節 個人變項與績效管理之交互作用對組織承諾的迴歸分析 70
第六節 價值觀與績效管理之交互作用對組織承諾的迴歸分析 77
第五章 結論與建議82
第一節 結論82
第二節 建議84
參考文獻85
附錄
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